Janae Levier, THRP

Complicated HR comms are a problem.   They make sense in our HR bubble. But confuse employees.   When that’s true? You’ve lost. 3 tips for simplifying your HR communications: 1️⃣ Remove redundant information   ❌ Employees are required to submit a requisition form prior to receiving reimbursement for those expenses that are reimbursable under the company’s expense reimbursement policy.   ✅ Employees must fill out a requisition form to be reimbursed for expenses. 2️⃣ Simplify your word choice   ❌ Your benefit plan provides coverage for a range of preventive and diagnostic services, and you will have access to a network of preferred providers for all of your healthcare needs.   ✅ Your plan covers a wide range of health services, and you can choose from a list of preferred providers.   3️⃣ Remove filler language   ❌ Please provide feedback on the extent to which organizational objectives are being met, and the degree to which you feel empowered in your role.   ✅ Let us know if we're meeting our goals and if you feel empowered in your role.   The world of HR can be difficult enough for employees to navigate. Don’t add to that complication with your messaging. Simplify. --------------------------------------------------------   ♻ Repost if you found this helpful and follow me, Amy Mencarelli, to grow your HR career.

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Absolutely! As an HR leader, I wholeheartedly resonate with the unique position HR holds within any organization. Unlike other departments, we straddle multiple worlds: the company, leadership, and the employees. This multifaceted role often leads to a negative perception of HR, compounded by the fact that much of our work occurs behind the scenes, with others taking credit for the positives and blaming us for the negatives. In HR, we’re often seen as the “bad guys.” But here’s the reality behind those perceptions is so clearly discussed in the post below.

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It’s important to check recordkeeping processes when an employee goes on leave under FMLA. This will be helpful if any issues arise. Read the story on our blog. https://bit.ly/3yy8WHm #VertiSourceHR #HRNews #humanresources

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Did you get your copy of Timmy’s new book? Assume you did based on the tremendous amounts of books 📚 Tim gave away at Michigan HR Day and signed copies from SHRM Talent. If not, link 🔗 in comments 📖 If you’re heading to the Talent Conference on Thursday, bring your copy and demand Timmy signs your copy ✍️ Kris Dunn and Torin Ellis are sure to bring this house down Thursday for AHRM - Association for Human Resource Management #TalentConference #TheTalentFixvol2 #SACKETT

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Several states have already implemented pay transparency laws, allowing job candidates to see salary or wage ranges for positions upfront. Now, Illinois and Minnesota are set to join them. In this episode, we delve into what employers can expect from these new requirements and explore the practical challenges they may face in achieving compliance. Join us for expert insights on navigating this evolving landscape and ensuring a smooth transition for your organization! 🎧View all 5 minute HR Feed episodes here: https://ow.ly/4ntT30sE4Tz

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Change is inevitable. But it doesn’t have to be painful. Hear author Mike Paton discuss how companies can understand, navigate and embrace change in this episode of the HR Break Room® podcast. #HRBreakRoom https://pycm.co/3M0RwWK

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#HR are you ready for the new U.S. Department of Labor (DOL) rule taking effect on July 1, 2024? This rule will raise the minimum annual salary for most overtime-exempt employees from current federal level of $35,568 per year by about 65%! Brightmine is presenting a webinar on this May 14. Be sure to be prepared. #HumanResources #Payroll

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Too many words! In HR, we often send emails with detailed information for employees. Maybe it is how to apply for FMLA, or how to renew a license or certification, or the steps to follow for benefits enrollment. We also often complain that no one reads the emails we send. We get calls asking us questions that were answered in the email we just sent. The frustration is real! But… what if we stopped complaining that no one read the email and started considering the employees’ perspective? Could we send the information differently? Is there a better way to communicate the same information? Details and compliance are important, but sometimes too many words can block the intended message. We have to self evaluate, to reflect on our own practices with a willingness to shift.

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Have you heard of the SHRM Civility Index? The Civility Index score is currently sitting at 45.6—which means that incivility is on the rise in the workplace. 😳 Let’s check out the stats…📊 202 million acts of incivility happen daily, leading to over $2 billion in lost productivity every single day. The impacts? Burnout, stress, and disengaged employees. 😔 💬 62% of U.S. workers say their managers ignore acts of incivility. 💼 66% believe their managers care more about business objectives than how people are treated. It’s time to break the cycle of incivility! Think about this, if you’ve experienced it, you’re more likely to spread it. 😱 Let’s stop the spiral and lead with empathy, respect, and kindness! What’s fueling the fire? 🔥 Disagreements over social issues, political views, generational gaps, and more. But we have the power to change the conversation—starting in our workplaces! 💪🏾 As leaders, it’s our responsibility to create spaces where respect, collaboration, and trust thrive. We’ve got to be intentional about the way we work together, we’ve got to be better at it! Join us Tuesday, Sept 10th from 7:30 am - 11:30 am at the IndySHRM’s IDE Conference. I’ll be moderating the 9 am panel discussion where we’ll talk about “How We Work Better Together”. Check out the panel speakers below! How are YOU contributing to a more civil workplace? 👂🏾Share your thoughts below and don’t forget to register today! https://lnkd.in/gGtPs4ct #IndySHRM #SHRM #HowWeWorkBetterTogether #CivilityMatters #WorkplaceCulture #Leadership #EmpathyInAction #SHRMCivilityIndex #TheBSCheckin Jasmine Park Alona Bahler,SHRM-SCP,SPHR Keisha Underwood, SHRM-CP Gerald Bush, SHRM-SCP, ICF-PCC (HE.HIM.HIS) Marcie Anderson Patrick McKenna, SHRM-CP Parveen Tai SHRM-SCP, MBA Melanie Hull, SHRM-SCP, PHR Peggy Hogan, SHRM-SCP, CPCC Jordan Kinsler Jeannie Ambler, SHRM-SCP, PHR Geoff McCuen, SHRM-SCP, SPHR, FPC Lydia Clark

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𝐇𝐑 𝐁𝐚𝐬𝐡𝐢𝐧𝐠: 𝐌𝐨𝐫𝐞 𝐓𝐡𝐚𝐧 𝐉𝐮𝐬𝐭 𝐚 𝐓𝐫𝐞𝐧𝐝 In social media today, HR jokes have become commonplace, casting HR as the "policy police" rather than the allies they strive to be. But beneath the humor lie genuine concerns around transparency, trust, and the complex position HR holds in representing both employees and the organization. The truth is, HR has evolved. Modern HR is about more than policies; it’s about fostering engagement, supporting mental health, and driving DEI initiatives that make workplaces inclusive and flexible. While we may laugh at these jokes, let’s remember that they also risk crossing into disrespect for an entire profession dedicated to improving our workplaces. Instead of perpetuating the bashing trend, let’s acknowledge the vital, nuanced role HR plays and the real, positive changes they champion in today’s workplaces. #HR #WorkplaceCulture #MentalHealth #DEI #RespectProfessionals #reach

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According to a recent report by Paycor, nearly half of HR professionals are new to their roles, having been in their positions for two years or less. This is significant because it points to a potential area that needs more support. With so many HR professionals still finding their footing, there's a clear need for ongoing training and development within our own ranks. The report also emphasizes that C-suite executives view HR as the primary driver of leadership development. However, they cite a 'lack of HR support' and 'outdated performance management systems' as key reasons for ineffective management. This underscores how critical our role is in shaping and supporting effective leaders within the organization. One of the standout points for me was the connection between effective management and employee engagement and retention. It’s clear we need to focus on supporting our own team members, investing in leadership development, and fostering a culture of open communication and trust. This is how we can drive meaningful engagement and retention across the board https://lnkd.in/gfDU_xnn How are you supporting your HR team in your organization? #hrcareer #hrprofessionals #hr

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Being approachable and empathetic doesn't mean compromising on professionalism. As an HR, I believe in supporting individuals, fostering growth and creating a positive workplace culture where everyone feels heard and valued. #HR #HRLife #WorkplaceCulture #Employeewellbeing

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How do you pitch your services as an HR professional? It’s a question I love asking my clients, especially those ready to branch out as HR consultants or take that bold leap into entrepreneurship. The journey is exciting but often overwhelming, especially when the vision isn’t crystal clear yet. One of my favorite exercises is helping my clients create a unique pitch deck for their services—beyond the typical business plan. And let me tell you, it’s not your average, cookie-cutter pitch deck! This idea came to me after watching a TikTok creator pitch his graphic design business in the most creative way: by redesigning logos for companies he wanted to work with. His pitch wasn’t a sales speech; it was his work in action. If the companies liked his redesigns, they’d hire him. Brilliant, right? We live in a time where the old ways of job hunting don’t have to be our only option. Why not craft a pitch by showing companies how you can solve their people problems? Think of it as stepping into the architect role—building people-centric solutions to the challenges they haven’t been able to solve. And the solution is your pitch! Just this week, I had the pure joy of witnessing a client's face light up with excitement when she shared her first draft of her pitch deck. It was a “work in progress,” but the confidence that followed? Priceless. She finally saw a clear path forward for her future services, and now, we’re diving into the design-thinking process to map out her dream clients. I love this work because I get to see my clients’ visions come to life in a way that feels empowering and aligned with their goals. So, if you’re sitting on the fence, wondering what’s next for you outside of corporate life, I’d love to be your coach and thought partner through this transformative process. Ready to take the leap? Let’s chat. Schedule a call with me today, and let’s start designing your future! #hrcareers #hrconsultants #humanresources #outofthebox #yourhrcoach #pitchyourpassion

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Why I'm Not Renewing My SHRM-SCP I just got an email from SHRM reminding me that it's time to renew my SHRM-SCP. Like many HR practitioners, my satisfaction with the association supposedly representing our profession has hit a new low. I've hit a point of disgust with the organization that is forcing me to vote with my wallet. I'd like to share why I refuse to give them another nickel. Johnny Taylor's recent decision to remove “Equity” from SHRM's focus areas goes against everything research indicates is vital for the profitability companies reap when they create fair workplaces. Mr. Taylor's hypocrisy is staggering. SHRM’s own research shows that pay equity can significantly boost company performance, driving efficiency, creativity, productivity, and retention. Yet, despite this, SHRM has excluded “Equity” from its core focus areas—a contradiction I cannot support. Research from the Josh Bersin Company reveals that well-communicated pay equity is nearly 13 times more important for retention and engagement than high pay and benefits. However, only 14% of companies dedicate sufficient resources to address these challenges, leaving most workplaces with persistent disparities that make those firms less successful. McKinsey & Company’s “Diversity Wins: How Inclusion Matters” report confirms that diversity, equity, and inclusion (DE&I) are critical for business success. Companies with diverse executive teams outperform their peers on profitability, underscoring the importance of fostering inclusive environments. By removing “Equity,” SHRM dismisses the clear evidence of its value. Furthermore, equity is not a peripheral issue; it is essential for creating workplaces where everyone can succeed. By sidelining equity, SHRM signals it is not committed to addressing the systemic barriers many people face. This is a stance I will not support. For me, this is not about politics; it’s about principles. As an I/O psychologist, I believe facts and data should drive our decisions. The data—and my moral compass—show that advocating for equity is the right thing to do. Organizations clearly benefit financially from a diverse, engaged, and empowered workforce. We must do better, starting with standing firm on values that truly matter. Equity isn't negotiable. It's necessary. That's why I'm not renewing my SHRM-SCP certification, and why the HR M&A Roundtable will not renew our status as a SHRM Recertification Provider. I refuse to participate in this clearly misguided decision and encourage you to do the same.

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